07 Feb How one viral post changed the discussion on neuroinclusive recruitment

Image description: A photo of Nesceda and Natalie side by side on screen during their online discussion. Both have lightly coloured hair, Nesceda is wearing a red top and Natalie a dark top. Nesceda is gesticulating with her hands as she speaks animatedly.

Nesceda Blake came onto my social media radar when an article she wrote on her recruitment experience as an Autistic candidate went viral. Nesceda and I connected to delve a little more into her experience and why she felt compelled to post.

Nesceda describes an interview process during which she was provided with a ‘How to act in an interview’ guide. Frustrated at a process that she felt discriminated against #neurodivergent candidates, she voiced her opinion via an article on Linked In. While venting her frustration, she also offered to help organisations by reviewing their interview guidelines and raising awareness of how they could be more inclusive in the recruitment process and the collateral they provided candidates.

Nesceda was diagnosed with Asperger’s (now Autism Spectrum) at the age of 3. Situationally mute from the ages of 2 to 5, Nesceda grew up feeling misunderstood because she communicated in atypical ways. Over time, she honed her communication skills and found her own style.

The Nesceda I met presents animatedly and with confidence. She describes herself as a “creative energiser”, passionate about connecting with others and creating experiences that make people smile. She describes her strengths as being detail focused and able to identify patterns. Nesceda is a keen writer and lover of the dramatic arts.

Some important takeaways from our discussion:

• Over 30% of Autistic people (many highly educated) are unemployed
• There are barriers to #recruitment that are creating roadblocks for neurodivergent people.
• Expecting all candidates to meet behaviours set out in interview guides that prescribe clothing choice, making eye contact and avoiding ‘fidgeting’ is ableist.
• Instead of surprising candidates with on-the-spot questions, provide questions in advance so that candidates can give careful thought in a non-pressured environment.
• Neurodivergent candidates may respond differently depending on external stimuli. Consider the room, background noise, temperature and other distractions.
• Offer the candidate a choice of engagement channel based on their preference e.g. video, phone, in-person.
  
  

Nesceda advocates for providing reasonable adjustments in the workplace and discusses the importance of normalising universal design. For example, creating business-as-usual ‘buffer time’ between meetings that would benefit everyone.